Kotter’s 8-step change model

Welcome. We’ll be exploring Kotter’s eight-Step Change Model, one of the most popular and actionable frameworks for leading organizational change. Developed by John Kotter after extensive research on why change efforts often fail, this model outlines the key pitfalls in change management and guides us on best practices. While many managers focus on processes and structures, Kotter’s model reminds us that change is fundamentally about people— creating urgency, forming coalitions, and embedding new behaviours. Effective change leadership is not just about issuing directives, but about engagement, motivation, and making new practices stick in culture. The following explanation demonstrates how the model achieves this. The model’s first steps prepare your organization for change by establishing a sense of urgency, since change is unlikely to succeed if people aren’t convinced it’s needed. Too often, organizations gloss over this, but without genuine urgency, enthusiasm fizzles out. Identifying visible threats and opportunities and communicating these widely helps move the organization beyond complacency. Next, building a guiding coalition— a powerful, cross-functional group with enough influence— encourages broad ownership and helps overcome resistance. Finally, developing a clear, compelling change vision and strategies for achieving it ensures everyone shares a common destination. Once the groundwork is set, Once the groundwork is set, success hinges on communicating the vision frequently and effectively.